Ten Tips for Triumph
The Goal Is Yours – You Own the Goal:
Whether the goal is a promotion at work, a streamlined work process, a new customer, a published article, an exercise program or weight loss, the goal must be your goal. You are unlikely to achieve your manager’s goal, your spouse’s goal or the goal you think you “ought” to work on this year. Your goals must generate excitement when you ponder their accomplishment. You must believe there is something in it for you to accomplish them.
Sometimes, especially at work, if you perceive the end reward is worth the work, you will take on challenges in support of the organization’s goals. These goals might not be as close to your heart as your personal goals, but you work to achieve them for the good of the organization and your success there.
Base Your Goals Firmly in Your Values:
Hyrum Smith, the founder of Franklin Quest, later Franklin-Covey, Inc., developed a model for goal setting. Smith's "Success Triangle" puts governing values at the base of the goal setting process. Smith recommends that every goal is linked specifically to a governing value. For example, if diversity in the workforce is a value espoused by your organization, then at least one goal must further diversity. Every goal should be linked to a governing value.
Short-term, mid-term and long-term goals are then established based upon the solid foundation of your values. If the goal you set is congruent with and allows you to live your most important values, you are more likely to accomplish the goal.
According to Gene Donohue, of TopAchievement.com, set goals in all aspects of your life, to maintain your life balance.
The balance also helps you accomplish goals as each aspect of your life is represented in your goals. You are less likely to experience warring priorities if every aspect of your life has a value-based goal. He suggests goals in these arenas.
Family and Home
Financial and Career
Spiritual and Ethical
Physical and Health
Social and Cultural
Mental and Educational
Believe You Can Accomplish the Goal:
Each of us has a little voice in our head. It is the voice of our sub-conscious, judging self. On a daily basis, we engage in self-talk; we comment on each situation we encounter. We discuss events and plans in our minds. Our commentary is both positive and negative. Positive thoughts and planning support the accomplishment of our goals. Negative thoughts and comments undermine our self-esteem and self-confidence, and negatively impact our ability to accomplish our goals.
Listen to your voice. You can change its tone by believing in yourself and in your ability to accomplish your goals and resolutions. Use this unconscious critic to positively support your goal setting success.
If you are a manager, one of your more important tasks is to support the development of positive self-esteem by your staff members. Your positive outlook and belief in their ability to accomplish great goals fosters their increased self-esteem and self-confidence. This, in turn, magnifies their ability to accomplish more and contribute more to your business.
Paint a Vivid Outcome:
Traditionally, goals were established around measurable outcomes. This works well when the outcomes are measurable. Don’t tie yourself to setting only measurable goals, however; you may find yourself concentrating on the trivial, because it is measurable, rather than on your most important outcomes. Sometimes the most important goals, the non-urgent, critical goals, are hard to measure.
“Explore alternatives for a business in the World Wide Web,” is tough to measure, whereas the steps, once you make a decision, are easy to measure. “Learn about new options and thinking around performance management,” is tough to measure in any significant way. The next step, “design a new appraisal system,” is easier to define and measure.
As you move up the management ranks, you may find more of your goals are harder to measure. The key measurable aspects of your job will likely be the results produced by your reporting staff.
With goals that are hard to measure, start with a picture in your mind, that you commit to paper, that describes the outcome you are seeking. Make the picture as vivid as you can. I have a published book in my mind, while I am still thinking about and exploring potential topics.
Write Your Goals
Writing out your goal is your commitment to achieving the goal. Writing a goal is a powerful statement in comparison with half-formulated thoughts in the back of your mind. It is the conscious promise to yourself to pay attention to the accomplishment of the goal. Writing out potential action plans and due dates makes the goal even more powerful.
Share Your Goals With People Who Are Important to You
If you are certain your significant others will support the accomplishment of your goals, share them. Your manager is likely to support your goal accomplishment as your success is her success. Honestly assess the ability of family members, peers and friends to provide support.
In close relationships, many different feelings, experiences and historical events are at play. If you don’t believe you will have whole-hearted support, keep the goals to yourself.
Check Goal Setting and Achievement Progress Regularly
One of the weaknesses of any annual appraisal system is the lack of frequency with which progress and success are measured and tracked. You are most likely to accomplish the goals you set if you review them daily as part of your normal planning process. (You do have a normal planning process, don’t you?)
Whether you use a paper planner or a hand held computer, you can enter your goals, and schedule daily and weekly actions that support their accomplishment. The discipline of the daily review is a powerful goal accomplishment tool.
Take Action to Identify and Eliminate Obstacles to Goal Setting Success
Simply tracking your goals daily is not enough. If you’re unhappy with your progress, you need to assess what is keeping you from accomplishing the goals. Ask yourself questions such as, “Is this goal really important?” (If not, why did you pledge to accomplish it; maybe it’s not important, or less important than other goals.)
”Are there specific obstacles you are experiencing which are interfering with your ability to accomplish the goal?” (In this case, make action plans to remove the obstacles or seek help from a co-worker, friend or family member.)
If you are not making progress on a particular goal, attempt to do a root cause analysis to determine why. Only by honestly analyzing your lack of progress can you determine steps to take to change this picture. In this era of the hand-held computer and PDA cell phones, picture your goals automatically forwarding for 365 days. Talk about a daily reminder about failure!
Reward Yourself and Celebrate Goal Accomplishment
Even the accomplishment of a minor goal is cause for celebration. Don’t depress yourself with thoughts about all you still have to do. Celebrate what you have done. Then move on to the next milestone.
Goals and New Year Resolutions Change
Periodically look at the goals you have set for this year. Are the goals still the right goals? Give yourself permission to change your goals and resolutions based on changing circumstances.
Don’t spend an entire year failing to achieve a particular goal. Your time is better spent on achievement than on beating yourself up for lack of progress. Maybe you made the goal too big; maybe you set too many goals. Do an honest assessment; change what needs to change periodically, and move on.
Paying attention to these ten guidelines can make all the difference in your year. Will this year be a year of triumph for you, a year of awesome success? Whatever your goals and resolutions, these tips can help power your success.
From India, Hyderabad
1The Goal Is Yours – You Own the Goal:
Whether the goal is a promotion at work, a streamlined work process, a new customer, a published article, an exercise program or weight loss, the goal must be your goal. You are unlikely to achieve your manager’s goal, your spouse’s goal or the goal you think you “ought” to work on this year. Your goals must generate excitement when you ponder their accomplishment. You must believe there is something in it for you to accomplish them.
Sometimes, especially at work, if you perceive the end reward is worth the work, you will take on challenges in support of the organization’s goals. These goals might not be as close to your heart as your personal goals, but you work to achieve them for the good of the organization and your success there.
Base Your Goals Firmly in Your Values:
Hyrum Smith, the founder of Franklin Quest, later Franklin-Covey, Inc., developed a model for goal setting. Smith's "Success Triangle" puts governing values at the base of the goal setting process. Smith recommends that every goal is linked specifically to a governing value. For example, if diversity in the workforce is a value espoused by your organization, then at least one goal must further diversity. Every goal should be linked to a governing value.
Short-term, mid-term and long-term goals are then established based upon the solid foundation of your values. If the goal you set is congruent with and allows you to live your most important values, you are more likely to accomplish the goal.
According to Gene Donohue, of TopAchievement.com, set goals in all aspects of your life, to maintain your life balance.
The balance also helps you accomplish goals as each aspect of your life is represented in your goals. You are less likely to experience warring priorities if every aspect of your life has a value-based goal. He suggests goals in these arenas.
Family and Home
Financial and Career
Spiritual and Ethical
Physical and Health
Social and Cultural
Mental and Educational
Believe You Can Accomplish the Goal:
Each of us has a little voice in our head. It is the voice of our sub-conscious, judging self. On a daily basis, we engage in self-talk; we comment on each situation we encounter. We discuss events and plans in our minds. Our commentary is both positive and negative. Positive thoughts and planning support the accomplishment of our goals. Negative thoughts and comments undermine our self-esteem and self-confidence, and negatively impact our ability to accomplish our goals.
Listen to your voice. You can change its tone by believing in yourself and in your ability to accomplish your goals and resolutions. Use this unconscious critic to positively support your goal setting success.
If you are a manager, one of your more important tasks is to support the development of positive self-esteem by your staff members. Your positive outlook and belief in their ability to accomplish great goals fosters their increased self-esteem and self-confidence. This, in turn, magnifies their ability to accomplish more and contribute more to your business.
Paint a Vivid Outcome:
Traditionally, goals were established around measurable outcomes. This works well when the outcomes are measurable. Don’t tie yourself to setting only measurable goals, however; you may find yourself concentrating on the trivial, because it is measurable, rather than on your most important outcomes. Sometimes the most important goals, the non-urgent, critical goals, are hard to measure.
“Explore alternatives for a business in the World Wide Web,” is tough to measure, whereas the steps, once you make a decision, are easy to measure. “Learn about new options and thinking around performance management,” is tough to measure in any significant way. The next step, “design a new appraisal system,” is easier to define and measure.
As you move up the management ranks, you may find more of your goals are harder to measure. The key measurable aspects of your job will likely be the results produced by your reporting staff.
With goals that are hard to measure, start with a picture in your mind, that you commit to paper, that describes the outcome you are seeking. Make the picture as vivid as you can. I have a published book in my mind, while I am still thinking about and exploring potential topics.
Write Your Goals
Writing out your goal is your commitment to achieving the goal. Writing a goal is a powerful statement in comparison with half-formulated thoughts in the back of your mind. It is the conscious promise to yourself to pay attention to the accomplishment of the goal. Writing out potential action plans and due dates makes the goal even more powerful.
Share Your Goals With People Who Are Important to You
If you are certain your significant others will support the accomplishment of your goals, share them. Your manager is likely to support your goal accomplishment as your success is her success. Honestly assess the ability of family members, peers and friends to provide support.
In close relationships, many different feelings, experiences and historical events are at play. If you don’t believe you will have whole-hearted support, keep the goals to yourself.
Check Goal Setting and Achievement Progress Regularly
One of the weaknesses of any annual appraisal system is the lack of frequency with which progress and success are measured and tracked. You are most likely to accomplish the goals you set if you review them daily as part of your normal planning process. (You do have a normal planning process, don’t you?)
Whether you use a paper planner or a hand held computer, you can enter your goals, and schedule daily and weekly actions that support their accomplishment. The discipline of the daily review is a powerful goal accomplishment tool.
Take Action to Identify and Eliminate Obstacles to Goal Setting Success
Simply tracking your goals daily is not enough. If you’re unhappy with your progress, you need to assess what is keeping you from accomplishing the goals. Ask yourself questions such as, “Is this goal really important?” (If not, why did you pledge to accomplish it; maybe it’s not important, or less important than other goals.)
”Are there specific obstacles you are experiencing which are interfering with your ability to accomplish the goal?” (In this case, make action plans to remove the obstacles or seek help from a co-worker, friend or family member.)
If you are not making progress on a particular goal, attempt to do a root cause analysis to determine why. Only by honestly analyzing your lack of progress can you determine steps to take to change this picture. In this era of the hand-held computer and PDA cell phones, picture your goals automatically forwarding for 365 days. Talk about a daily reminder about failure!
Reward Yourself and Celebrate Goal Accomplishment
Even the accomplishment of a minor goal is cause for celebration. Don’t depress yourself with thoughts about all you still have to do. Celebrate what you have done. Then move on to the next milestone.
Goals and New Year Resolutions Change
Periodically look at the goals you have set for this year. Are the goals still the right goals? Give yourself permission to change your goals and resolutions based on changing circumstances.
Don’t spend an entire year failing to achieve a particular goal. Your time is better spent on achievement than on beating yourself up for lack of progress. Maybe you made the goal too big; maybe you set too many goals. Do an honest assessment; change what needs to change periodically, and move on.
Paying attention to these ten guidelines can make all the difference in your year. Will this year be a year of triumph for you, a year of awesome success? Whatever your goals and resolutions, these tips can help power your success.
From India, Hyderabad
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Goal-setting-gu ide_141.pdf